{"id":3301,"date":"2026-01-19T10:12:00","date_gmt":"2026-01-19T09:12:00","guid":{"rendered":"https:\/\/www.offredemploi.fr\/newsroom\/directive-ue-grille-salariale\/"},"modified":"2026-01-19T10:12:00","modified_gmt":"2026-01-19T09:12:00","slug":"directive-ue-grille-salariale","status":"publish","type":"post","link":"https:\/\/www.offredemploi.fr\/newsroom\/directive-ue-grille-salariale\/","title":{"rendered":"Grille salariale : comment la directive UE change les annonces en France"},"content":{"rendered":"<p class=\"wp-block-paragraph\">La mise en \u0153uvre de la <strong>directive UE<\/strong> modifie profond\u00e9ment la mani\u00e8re dont les entreprises communiquent sur la <strong>r\u00e9mun\u00e9ration<\/strong> et la <strong>grille salariale<\/strong>. Les r\u00e8gles imposent d\u00e9sormais une visibilit\u00e9 accrue sur les salaires, d\u00e8s la publication des <strong>annonces d&#8217;emploi<\/strong>, et red\u00e9finissent les pratiques de recrutement.<\/p>\n\n<!-- \/wp:post-content --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Les obligations impactent aussi la gestion interne, le reporting et les relations sociales, avec des cons\u00e9quences sur le <strong>march\u00e9 du travail<\/strong> et l&rsquo;<strong>\u00e9galit\u00e9 salariale<\/strong>. Ces \u00e9volutions appellent une liste synth\u00e9tique des \u00e9l\u00e9ments essentiels.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_88 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Sommaire<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #1e73be;color:#1e73be\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #1e73be;color:#1e73be\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/directive-ue-grille-salariale\/#A_retenir\" >A retenir :<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/directive-ue-grille-salariale\/#Apres_la_synthese_impact_sur_la_grille_salariale_et_les_annonces_demploi\" >Apr\u00e8s la synth\u00e8se, impact sur la grille salariale et les annonces d&#8217;emploi<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/directive-ue-grille-salariale\/#Effets_sur_les_offres_et_la_negociation_salariale\" >Effets sur les offres et la n\u00e9gociation salariale<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/directive-ue-grille-salariale\/#Organisation_des_grilles_et_transparence_interne\" >Organisation des grilles et transparence interne<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/directive-ue-grille-salariale\/#En_consequence_conformite_obligations_employeurs_et_loi_francaise\" >En cons\u00e9quence, conformit\u00e9, obligations employeurs et loi fran\u00e7aise<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/directive-ue-grille-salariale\/#Seuils_obligations_et_calendrier_de_conformite\" >Seuils, obligations et calendrier de conformit\u00e9<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/directive-ue-grille-salariale\/#A_mesure_que_la_loi_francaise_entre_en_vigueur_marche_du_travail_et_egalite_salariale\" >\u00c0 mesure que la loi fran\u00e7aise entre en vigueur, march\u00e9 du travail et \u00e9galit\u00e9 salariale<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/directive-ue-grille-salariale\/#Avantages_concrets_pour_les_salaries_et_negociations\" >Avantages concrets pour les salari\u00e9s et n\u00e9gociations<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/directive-ue-grille-salariale\/#Consequences_sur_lemploi_en_France_et_le_marche_du_travail\" >Cons\u00e9quences sur l&#8217;emploi en France et le march\u00e9 du travail<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"A_retenir\"><\/span>A retenir :<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Affichage obligatoire des fourchettes salariales dans toutes les annonces d&#8217;emploi<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Interdiction de solliciter l&rsquo;historique salarial des candidats en recrutement<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Reporting des \u00e9carts ventil\u00e9s par sexe et par cat\u00e9gorie professionnelle<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Sanctions effectives et renversement de la charge de la preuve<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"Apres_la_synthese_impact_sur_la_grille_salariale_et_les_annonces_demploi\"><\/span>Apr\u00e8s la synth\u00e8se, impact sur la grille salariale et les annonces d&#8217;emploi<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Effets_sur_les_offres_et_la_negociation_salariale\"><\/span>Effets sur les offres et la n\u00e9gociation salariale<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Cette nouvelle exigence change la r\u00e9daction des <strong>annonces d&#8217;emploi<\/strong> et la dynamique de n\u00e9gociation des candidats. Les fourchettes publi\u00e9es offrent un cadre objectif pour discuter des conditions et \u00e9vitent les biais fond\u00e9s sur l&rsquo;historique salarial.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Les recruteurs doivent d\u00e9sormais expliquer les composantes de la <strong>r\u00e9mun\u00e9ration<\/strong> et contextualiser les diff\u00e9rences entre postes. Cette clart\u00e9 facilite la comparabilit\u00e9 et renforce la confiance des candidats \u00e0 l&#8217;embauche.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Crit\u00e8res RH :<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Comp\u00e9tences requises par niveau<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Exp\u00e9rience et anciennet\u00e9 \u00e0 consid\u00e9rer<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Responsabilit\u00e9s li\u00e9es au poste<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Avantages et dispositifs variables<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab J&rsquo;ai pu n\u00e9gocier plus sereinement gr\u00e2ce \u00e0 la fourchette publi\u00e9e dans l&rsquo;offre. \u00bb<\/p>\n<p><cite>Marie D.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Organisation_des_grilles_et_transparence_interne\"><\/span>Organisation des grilles et transparence interne<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Les \u00e9quipes RH doivent cartographier les emplois et formaliser une <strong>grille salariale<\/strong> lisible pour chaque niveau. Cette d\u00e9marche implique l&rsquo;analyse des variables, des primes et des avantages en nature pour justifier chaque position.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La diffusion interne de ces \u00e9l\u00e9ments permet aux salari\u00e9s de se situer et d&rsquo;identifier d&rsquo;\u00e9ventuels \u00e9carts non justifi\u00e9s. Selon Eurostat, la visibilit\u00e9 des r\u00e9mun\u00e9rations reste un levier pour r\u00e9duire les in\u00e9galit\u00e9s entre sexes.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:table -->\n\n<!-- wp:paragraph --><p><figure class=\"wp-block-table\">\n<table>\n<thead>\n<tr>\n<th>Taille de l&rsquo;entreprise<\/th>\n<th>Reporting<\/th>\n<th>Fr\u00e9quence<\/th>\n<th>Premi\u00e8re \u00e9ch\u00e9ance<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Plus de 250 salari\u00e9s<\/td>\n<td>Rapport d\u00e9taill\u00e9<\/td>\n<td>Annuelle<\/td>\n<td>7 juin 2027<\/td>\n<\/tr>\n<tr>\n<td>150 \u00e0 249 salari\u00e9s<\/td>\n<td>Rapport consolid\u00e9<\/td>\n<td>Tous les 3 ans<\/td>\n<td>7 juin 2027<\/td>\n<\/tr>\n<tr>\n<td>100 \u00e0 149 salari\u00e9s<\/td>\n<td>Reportage volontaire ou triennal<\/td>\n<td>Tous les 3 ans<\/td>\n<td>\u00c9ch\u00e9ances selon donn\u00e9es<\/td>\n<\/tr>\n<tr>\n<td>Moins de 100 salari\u00e9s<\/td>\n<td>Volontariat encourag\u00e9<\/td>\n<td>\u00c0 la discr\u00e9tion<\/td>\n<td>Sans obligation formelle<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure><\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:table --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Ce remaniement des annonces oblige \u00e0 revoir la mise en conformit\u00e9 interne, ce que la section suivante examine. L&rsquo;adaptation op\u00e9rationnelle devient une priorit\u00e9 pour les <strong>obligations employeurs<\/strong>.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoimage prompt=\"A realistic HR manager reviewing salary bands and job listings on a laptop, office environment, natural light, crisp detail, 1200x675\" ><\/otoimage --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"En_consequence_conformite_obligations_employeurs_et_loi_francaise\"><\/span>En cons\u00e9quence, conformit\u00e9, obligations employeurs et loi fran\u00e7aise<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Seuils_obligations_et_calendrier_de_conformite\"><\/span>Seuils, obligations et calendrier de conformit\u00e9<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La <strong>loi fran\u00e7aise<\/strong> transposera les exigences de la <strong>directive UE<\/strong> avec des \u00e9ch\u00e9ances pr\u00e9cises selon la taille des entreprises. Les seuils d\u00e9finissent la fr\u00e9quence du reporting et les interactions avec les repr\u00e9sentants du personnel.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Selon la Commission europ\u00e9enne, les \u00c9tats membres doivent garantir des sanctions proportionn\u00e9es et des recours efficaces pour les salari\u00e9s l\u00e9s\u00e9s. Le renversement de la charge de la preuve augmente la vigilance juridique des employeurs.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>\u00c9tapes pratiques :<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Audit complet des r\u00e9mun\u00e9rations<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Cartographie des postes et \u00e9quivalences<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Formalisation des bandes salariales<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Mise en place du reporting<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab Nous avons lanc\u00e9 l&rsquo;audit interne pour anticiper les obligations \u00e0 venir. \u00bb<\/p>\n<p><cite>Paul N.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Voici une vid\u00e9o explicative sur les obligations et les outils de conformit\u00e9 pour les RH et les dirigeants. Elle illustre des retours d&rsquo;exp\u00e9rience concrets.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoyoutube query=\"salary transparency EU directive compliance HR tools\" ><\/otoyoutube --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Au-del\u00e0 des obligations, l&rsquo;impact sur le climat social et la marque employeur sera d\u00e9cisif. Une communication p\u00e9dagogique facilitera l&rsquo;acceptation et l&rsquo;adh\u00e9sion des \u00e9quipes.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoimage prompt=\"Close-up of a corporate meeting discussing salary transparency policies, diverse group, professional setting, high realism, 1200x675\" ><\/otoimage --><!-- wp:heading {\"level\":2} -->\n\n<!-- wp:heading {\"level\":2} --><h2><span class=\"ez-toc-section\" id=\"A_mesure_que_la_loi_francaise_entre_en_vigueur_marche_du_travail_et_egalite_salariale\"><\/span>\u00c0 mesure que la loi fran\u00e7aise entre en vigueur, march\u00e9 du travail et \u00e9galit\u00e9 salariale<span class=\"ez-toc-section-end\"><\/span><\/h2><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Avantages_concrets_pour_les_salaries_et_negociations\"><\/span>Avantages concrets pour les salari\u00e9s et n\u00e9gociations<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La <strong>transparence salariale<\/strong> offre aux salari\u00e9s des rep\u00e8res clairs pour \u00e9valuer leur carri\u00e8re et n\u00e9gocier. Elle facilite aussi la d\u00e9tection d&rsquo;\u00e9carts injustifi\u00e9s et l&rsquo;acc\u00e8s aux recours pour obtenir des arri\u00e9r\u00e9s.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Selon Eurostat, une meilleure visibilit\u00e9 des salaires peut r\u00e9duire significativement l&rsquo;\u00e9cart entre les sexes. Cette pratique soutient l&rsquo;<strong>\u00e9galit\u00e9 salariale<\/strong> et la confiance dans la politique RH.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Risques potentiels :<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:list -->\n\n<!-- wp:list --><ul><!-- wp:list-item --><li>Tensions li\u00e9es aux comparaisons internes<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Perte de flexibilit\u00e9 dans les n\u00e9gociations individuelles<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Mauvaise interpr\u00e9tation des chiffres sans contexte<\/li><!-- \/wp:list-item --><!-- wp:list-item --><li>Risques concurrentiels sur certains march\u00e9s<\/li><!-- \/wp:list-item --><\/ul><!-- \/wp:list -->\n\n<!-- \/wp:list --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab J&rsquo;ai compris ma position salariale et obtenu une r\u00e9gularisation apr\u00e8s explication. \u00bb<\/p>\n<p><cite>Anne L.<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:heading {\"level\":3} -->\n\n<!-- wp:heading {\"level\":3} --><h3><span class=\"ez-toc-section\" id=\"Consequences_sur_lemploi_en_France_et_le_marche_du_travail\"><\/span>Cons\u00e9quences sur l&#8217;emploi en France et le march\u00e9 du travail<span class=\"ez-toc-section-end\"><\/span><\/h3><!-- \/wp:heading -->\n\n<!-- \/wp:heading --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Les pratiques d&#8217;embauche vont \u00e9voluer sur le <strong>march\u00e9 du travail<\/strong>, avec des effets sur l&rsquo;attractivit\u00e9 des employeurs. Les candidats privil\u00e9gieront d\u00e9sormais les offres transparentes et align\u00e9es sur le march\u00e9.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Selon la Commission europ\u00e9enne, une application coh\u00e9rente de ces r\u00e8gles renforcera la concurrence fond\u00e9e sur la qualit\u00e9 des conditions de travail. Les entreprises devront repenser leur politique salariale pour rester attractives.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:quote -->\n\n<!-- wp:quote --><blockquote class=\"wp-block-quote\">\n<p>\u00ab La transparence a modifi\u00e9 notre approche du recrutement et notre marque employeur. \u00bb<\/p>\n<p><cite>Direction RH<\/cite><\/p><\/blockquote><!-- \/wp:quote -->\n\n<!-- \/wp:quote --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>La mise en \u0153uvre effective demande coordination, formation des managers et communication claire aux collaborateurs. Comprendre ces enjeux aide \u00e0 transformer la contrainte r\u00e9glementaire en avantage strat\u00e9gique.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph --><!-- wp:otoyoutube query=\"how salary transparency affects hiring France 2026\" ><\/otoyoutube --><!-- wp:otoimage prompt=\"Wide shot of a modern office with employees collaborating around a table discussing salaries and fairness, realistic, 1200x675\" ><\/otoimage --><!-- wp:paragraph -->\n\n<!-- wp:paragraph --><p>Source : Commission europ\u00e9enne, \u00ab Directive (UE) 2023\/970 du 10 mai 2023 \u00bb, Journal officiel de l&rsquo;Union europ\u00e9enne, 10 mai 2023 ; Eurostat, \u00ab Gender pay gap statistics \u00bb, Eurostat, 2023.<\/p><!-- \/wp:paragraph -->\n\n<!-- \/wp:paragraph -->\n\n","protected":false},"excerpt":{"rendered":"<p>La mise en \u0153uvre de la directive UE modifie profond\u00e9ment la mani\u00e8re dont les entreprises communiquent sur la r\u00e9mun\u00e9ration et la grille salariale. Les r\u00e8gles &#8230; <a title=\"Grille salariale : comment la directive UE change les annonces en France\" class=\"read-more\" href=\"https:\/\/www.offredemploi.fr\/newsroom\/directive-ue-grille-salariale\/\" aria-label=\"En savoir plus sur Grille salariale : comment la directive UE change les annonces en France\">Lire plus<\/a><\/p>\n","protected":false},"author":1,"featured_media":3300,"comment_status":"open","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-3301","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-offre-demploi","resize-featured-image"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Directive UE : R\u00e9volution des annonces salariales en France<\/title>\n<meta name=\"description\" content=\"D\u00e9couvrez comment la directive UE modifie les 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